There’s no doubt the end-of-year performance review process is a divisive subject to discuss.
In the best case, it’s an accelerator for individual performance and development…
And, in the worst, it’s an exercise in template-management and compliance that seriously harms engagement and long-term performance…
Like I say, a divisive subject… So I won’t debate it here
(been there, done that, have a drawer full of t-shirts)
What I would like to do is let you know about my free MID-CAREER MASTERY RESOURCE GUIDE so that you can use it alongside your annual performance review.
The Resource Guide will help you take a structured look at the weird things that can happen career-wise in and around the Director-to-VP transition
(research suggests that somewhere around 75-80% of leaders making the transition fail within 18 months – a horrifying statistic)
Specifically, the Resource Guide goes deeper than the typical performance/development review, and focuses upon:
1) Aligning PURPOSE, STRENGTHS and OPPORTUNITY
2) Building INFLUENCE, RESILIENCE and CONFIDENCE
3) Creating a 90-DAY PLAN as well as DAILY/WEEKLY PRACTICES
Heading into holiday season, career may not be top-of-mind, but year-end performance review almost definitely is. Let’s not lose sight of the long-term, eh?